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THE 7 DEADLY SINS OF
RECRUITING
•  You	
  can	
  connect	
  to	
  audio	
  using	
  your	
  
computer’s	
  microphone	
  and	
  speakers.	
  	
  
•  Or,	
  you	
  may	
  select	
  “Use	
  Telephone”	
  
a=er	
  joining	
  the	
  Webinar.	
  
•  All	
  lines	
  will	
  be	
  muted	
  to	
  avoid	
  
background	
  noise.	
  
•  You	
  can	
  ask	
  quesEons	
  at	
  any	
  Eme	
  by	
  
typing	
  them	
  into	
  the	
  QuesEons	
  Pane.	
  
WEBINAR TIPS
Rachel Bitte
Chief People Officer
Molly McKinstry
Enterprise Sales Manager
FEATURED
SPEAKERS
#GDCHAT
THE
CHANGING
JOB MARKET
JOBS HAVE
CHANGED
STEM fields job openings
dominating global marketplace
Bureau of Labor and Statistics believe
STEM workforce in US will total more
than 8.65 million workers by 2018
(Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf
Research shows that
Millennials workers will
change jobs
every 3-4 years
— because they want
more from employment
than paychecks and
benefits.
JOBSEEKERS
HAVE
CHANGED
(Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf
SaaS platform,
mobile technology,
and social media
now provides
companies with
new array of
recruiting tools
Mobile is powering job seekers to
look for jobs more openly
41%
38% 36% 30%
18%
TECHNOLOGY
HAS
CHANGED
(Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf
DAN FINNIGAN
CEO OF JOBVITE
“Companies must cast a wider net to
capture this talent. Today, job seekers are
using social and mobile to apply for jobs
and gain insight into a company’s culture and
values. Ignoring these platforms isn’t an option:
companies must showcase their brand
and be everywhere job seekers are.”
START
LET’S
“I USUALLY JUST FIND
THEM AND FORGET THEM.”
DEADLY SIN
#
1
66% OF SOCIAL MEDIA USERS
EXPECT A RESPONSE WITHIN A DAY.
(Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/
CONSIDER THIS OPTION:
NURTURE YOUR CANDIDATES
•  Candidate relationship management (CRM) system
•  Multi-channel system
FOCUS ON OTHER CHANNELS
Focusing all my sourcing on one or
two job boards, or worse yet, the
company ATS, is a huge mistake.
- Tony Palm, Founder of Post-Military Employment
“I’M SUPPOSED TO TRACK
THAT?”
2
#
DEADLY SIN
TRACK YOUR CANDIDATE
•  Trace the source of your candidates
•  Keep record of communication between your candidate
in addition to the level of activity
•  Send reports with real-time analytics
CONSIDER THIS OPTION:
TRACKING WILL MAKE YOUR LIFE EASIER… AND HAPPIER…
“I HAVE ENOUGH PROSPECTIVE
CANDIDATES TODAY, SO WHY FEED
THE FUNNEL?”
3
#
DEADLY SIN
How do you show prospects about what your company is about?
THE BEST CANDIDATES
AREN’T LOOKING
•  Social media presence for recruiting
•  Meaningful, targeted campaigns
•  Employee referral programs
CONSIDER THIS OPTION:
TAKE PROACTIVE MEASURES
SOCIAL MEDIA AND JOB SEARCHING
Nearly 2 in 3 say
their employer does not
(or know how to) use
social media to
promote job openings
Nearly 3 in 4 say
their employer does not
(or know how to) promote
their employment brand
on social media
79%	
  
are likely to use social
media in their job search
86%	
  
of people in the first 10 years
of their career are likely to use
social media in their job search
SOCIAL MEDIA AND JOB SEARCHING
MAJOR SOCIAL PLATFORMS
HASHTAGS
Employers who used social
media to hire found a
49% improvement in
candidate quality over
candidates sourced only
through traditional
recruiting channels. 
49%
(Source: Top Recruiting Statistics, http://blog.capterra.com/top-15-recruiting-statistics-2014/ )
“WHO NEEDS PR? OUR
EMPLOYMENT BRAND IS FINE.”
#
4DEADLY SIN
•  Active Social Media pages
•  Incorporate Employees’ voices
•  Branding your career site
CONSIDER THIS OPTION:
YOUR EMPLOYMENT BRANDING ACROSS THE BOARD
TURN EMPLOYEES INTO BRAND AMBASSADORS
5 WAYS TO DEVELOP BRAND AMBASSADORS
Encourage Them
Communicate the Importance
Incentive Them
Train Them
Make It Easy
1	
  
2	
  
3	
  
4	
  
5	
  
Encourage viral photos and
videos in all departments
Show the real “you” on a career blog
or through social posts
Let employees be who they are
LET EMPLOYEES BE WHO THEY ARE
Referral candidates are
5X more likely to get hired
than other candidates
EMPLOYEE REFERRALS
ARE THE #1 SOURCE
FOR QUALITY NEW HIRES
Source: Staffing.org and ERE
INCREASE CANDIDATE QUALITY
“IT’S WORKED BEFORE.”
“I’M STICKING WITH THE OLD
SCHOOL APPROACH: SCOURING THE
WEB FOR RESUMES.”
#
5DEADLY SIN
•  Recruitment-focused technology
•  Recruitment platform with an intuitive interface
•  Platform integration
CONSIDER THIS OPTION:
RECRUITMENT TECHNIQUES AND TOOLS
Recruitment-focused technology
BEST-OF-BREED VS.
THE SUITE
You’re not an HR
generalist; you don’t care
about benefits and payroll
— you simply want
automated, efficient
process workflow that
speaks to your everyday
needs.
(Source: Best of Breed vs. Suite, http://www.jobvite.com/blog/best-breed-vs-suite-choose/
INTUITIVE INTERFACE
Easy-to-use technology that’s functional will produce
more candidates that are happier.
DEADLY SIN
#
6
“THIS IS BASIC MARKETING
STUFF, 	
  
	
  
	
  
SO I DON’T NEED
EXECUTIVE BUY-IN.”
	
  
	
  
•  Show them how the new technology pays off
•  Give them the bottom-line cost-saving & time-saving
benefit
CONSIDER THIS OPTION:
DEMONSTRATE THE VALUE
Companies with a good
employer brand see an average of
22%in reduced
recruitment
fees
Companies with a
strong employer brand enjoy
50%cost-per-hire
savings
Source: Employer Branding Global Study Report
 Source: LinkedIn
SAVE MONEY WITH EMPLOYER BRANDING
STRONG
EMPLOYER BRAND
High Brand Awareness
Retention
More Job Offers Accepted
Revenue Goes Up
More Quality Applicants
Lower Cost-Per-Hire
Higher Number of Referrals
POOR
EMPLOYER BRAND
Low Brand Awareness
Attrition
Declined Offers
Low Productivity
Long time-to-hire
High Cost-Per-Hire
Poor Referral Programs
vs.
Source: Allegis Group Services Study, August 2012 (1,010 US Workers)
“IF I BUILD IT, THEY WILL
COME.”
DEADLY SIN
#
7
•  Deliver content that candidates can relate to
•  Create a better application experience that’s memorable
•  Put yourselves in their shoes
CONSIDER THIS OPTION:
ENGAGE YOUR CANDIDATES
SIMPLIFY THE MESSAGE
TOP 5 PIECES OF INFORMATION JOB SEEKERS WANT
EMPLOYERS TO PROVIDE AS THEY SEARCH WHERE TO WORK:
Details on what makes the company
an attractive place to work
Details on compensation packages
Details on benefit packages
Company mission, vision and values
Basic company information
1	
  
2	
  
3	
  
4	
  
5	
  
LIKE MARKETING…
To capture the most candidates,
you need to make it
as easy as possible for a them to
apply.
QUESTIONS FOR US?

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The 7 Deadly Sins of Recruiting

  • 1. THE 7 DEADLY SINS OF RECRUITING
  • 2. •  You  can  connect  to  audio  using  your   computer’s  microphone  and  speakers.     •  Or,  you  may  select  “Use  Telephone”   a=er  joining  the  Webinar.   •  All  lines  will  be  muted  to  avoid   background  noise.   •  You  can  ask  quesEons  at  any  Eme  by   typing  them  into  the  QuesEons  Pane.   WEBINAR TIPS
  • 3. Rachel Bitte Chief People Officer Molly McKinstry Enterprise Sales Manager FEATURED SPEAKERS
  • 6. JOBS HAVE CHANGED STEM fields job openings dominating global marketplace Bureau of Labor and Statistics believe STEM workforce in US will total more than 8.65 million workers by 2018 (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf
  • 7. Research shows that Millennials workers will change jobs every 3-4 years — because they want more from employment than paychecks and benefits. JOBSEEKERS HAVE CHANGED (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf
  • 8. SaaS platform, mobile technology, and social media now provides companies with new array of recruiting tools Mobile is powering job seekers to look for jobs more openly 41% 38% 36% 30% 18% TECHNOLOGY HAS CHANGED (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf
  • 9. DAN FINNIGAN CEO OF JOBVITE “Companies must cast a wider net to capture this talent. Today, job seekers are using social and mobile to apply for jobs and gain insight into a company’s culture and values. Ignoring these platforms isn’t an option: companies must showcase their brand and be everywhere job seekers are.”
  • 11. “I USUALLY JUST FIND THEM AND FORGET THEM.” DEADLY SIN # 1
  • 12. 66% OF SOCIAL MEDIA USERS EXPECT A RESPONSE WITHIN A DAY. (Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/
  • 13. CONSIDER THIS OPTION: NURTURE YOUR CANDIDATES •  Candidate relationship management (CRM) system •  Multi-channel system
  • 14. FOCUS ON OTHER CHANNELS Focusing all my sourcing on one or two job boards, or worse yet, the company ATS, is a huge mistake. - Tony Palm, Founder of Post-Military Employment
  • 15. “I’M SUPPOSED TO TRACK THAT?” 2 # DEADLY SIN
  • 16. TRACK YOUR CANDIDATE •  Trace the source of your candidates •  Keep record of communication between your candidate in addition to the level of activity •  Send reports with real-time analytics CONSIDER THIS OPTION:
  • 17. TRACKING WILL MAKE YOUR LIFE EASIER… AND HAPPIER…
  • 18. “I HAVE ENOUGH PROSPECTIVE CANDIDATES TODAY, SO WHY FEED THE FUNNEL?” 3 # DEADLY SIN
  • 19. How do you show prospects about what your company is about? THE BEST CANDIDATES AREN’T LOOKING
  • 20. •  Social media presence for recruiting •  Meaningful, targeted campaigns •  Employee referral programs CONSIDER THIS OPTION: TAKE PROACTIVE MEASURES
  • 21. SOCIAL MEDIA AND JOB SEARCHING Nearly 2 in 3 say their employer does not (or know how to) use social media to promote job openings Nearly 3 in 4 say their employer does not (or know how to) promote their employment brand on social media
  • 22. 79%   are likely to use social media in their job search 86%   of people in the first 10 years of their career are likely to use social media in their job search SOCIAL MEDIA AND JOB SEARCHING
  • 25. Employers who used social media to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels.  49% (Source: Top Recruiting Statistics, http://blog.capterra.com/top-15-recruiting-statistics-2014/ )
  • 26. “WHO NEEDS PR? OUR EMPLOYMENT BRAND IS FINE.” # 4DEADLY SIN
  • 27. •  Active Social Media pages •  Incorporate Employees’ voices •  Branding your career site CONSIDER THIS OPTION: YOUR EMPLOYMENT BRANDING ACROSS THE BOARD
  • 28. TURN EMPLOYEES INTO BRAND AMBASSADORS
  • 29. 5 WAYS TO DEVELOP BRAND AMBASSADORS Encourage Them Communicate the Importance Incentive Them Train Them Make It Easy 1   2   3   4   5  
  • 30. Encourage viral photos and videos in all departments Show the real “you” on a career blog or through social posts Let employees be who they are LET EMPLOYEES BE WHO THEY ARE
  • 31. Referral candidates are 5X more likely to get hired than other candidates EMPLOYEE REFERRALS ARE THE #1 SOURCE FOR QUALITY NEW HIRES Source: Staffing.org and ERE INCREASE CANDIDATE QUALITY
  • 32. “IT’S WORKED BEFORE.” “I’M STICKING WITH THE OLD SCHOOL APPROACH: SCOURING THE WEB FOR RESUMES.” # 5DEADLY SIN
  • 33. •  Recruitment-focused technology •  Recruitment platform with an intuitive interface •  Platform integration CONSIDER THIS OPTION: RECRUITMENT TECHNIQUES AND TOOLS
  • 34. Recruitment-focused technology BEST-OF-BREED VS. THE SUITE You’re not an HR generalist; you don’t care about benefits and payroll — you simply want automated, efficient process workflow that speaks to your everyday needs. (Source: Best of Breed vs. Suite, http://www.jobvite.com/blog/best-breed-vs-suite-choose/
  • 35. INTUITIVE INTERFACE Easy-to-use technology that’s functional will produce more candidates that are happier.
  • 36. DEADLY SIN # 6 “THIS IS BASIC MARKETING STUFF,       SO I DON’T NEED EXECUTIVE BUY-IN.”    
  • 37. •  Show them how the new technology pays off •  Give them the bottom-line cost-saving & time-saving benefit CONSIDER THIS OPTION: DEMONSTRATE THE VALUE
  • 38. Companies with a good employer brand see an average of 22%in reduced recruitment fees Companies with a strong employer brand enjoy 50%cost-per-hire savings Source: Employer Branding Global Study Report Source: LinkedIn SAVE MONEY WITH EMPLOYER BRANDING
  • 39. STRONG EMPLOYER BRAND High Brand Awareness Retention More Job Offers Accepted Revenue Goes Up More Quality Applicants Lower Cost-Per-Hire Higher Number of Referrals POOR EMPLOYER BRAND Low Brand Awareness Attrition Declined Offers Low Productivity Long time-to-hire High Cost-Per-Hire Poor Referral Programs vs. Source: Allegis Group Services Study, August 2012 (1,010 US Workers)
  • 40. “IF I BUILD IT, THEY WILL COME.” DEADLY SIN # 7
  • 41. •  Deliver content that candidates can relate to •  Create a better application experience that’s memorable •  Put yourselves in their shoes CONSIDER THIS OPTION: ENGAGE YOUR CANDIDATES
  • 43. TOP 5 PIECES OF INFORMATION JOB SEEKERS WANT EMPLOYERS TO PROVIDE AS THEY SEARCH WHERE TO WORK: Details on what makes the company an attractive place to work Details on compensation packages Details on benefit packages Company mission, vision and values Basic company information 1   2   3   4   5  
  • 44. LIKE MARKETING… To capture the most candidates, you need to make it as easy as possible for a them to apply.